The relationship between work-family conflict and organizational citizenship behavior in star-rated hotels in Nairobi-Kenya

Abstract

The purpose of the study was to examine the relationship between work-family conflict and organizational citizenship behavior in star-rated hotels in Nairobi-Kenya. Work family conflict components were time-based conflict, strain-based conflict and behavior-based conflict. Organizational citizenship behavior components were altruism, courtesy, civic virtue, sportsmanship and conscientiousness. Purposive sampling was employed to identify the star rated hotels. The study population comprised of 4,725 employees from 30 hotels. Employees working in shifts were sampled. The Nasiuma (2000) formula was applied to sample 214 employees in ‘2’ to ‘5’ star-rated hotels. They were selected by using simple random sampling technique by means of lottery method. Stratified sampling was employed to select employees by department. Data was collected using structured questionnaires and analyzed using a Structural Equation Model, using Analysis of Moment Structures version 5. An explanatory research design was used. The results showed that work-family conflict had a negative significant relationship with organizational citizenship behavior by - 2.79. Employees experienced work-family conflict, especially female employees. Based on the research findings, it can be concluded that when organizational citizenship behavior is exhibited by employees, the effect of work-family conflict is reduced. The findings may benefit management in the hotel industry on how to satisfy their employees so that they can be better citizens of the organization, therefore exhibiting organizational citizenship behavior to reduce the effect of work-family conflict on employees. The findings could also inform management to recognize the efforts of employees who exhibit organizational citizenship behavior by rating them highly during performance appraisal.